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the management of organizational justice (How to create perceptions of…
the management of organizational justice
organizational justice has the potential to create powerful benefits for organizations and employees alike
include greater trust and commitment, improved job performance, more helpful citizenship behaviors,
improved customer satisfaction, and diminished conflict
organizational justice
definition: prescription vs description
why employees care about justice
long-range benefits
control-model
people are often motivated by economic and quasi-economic interests
social consideration
people wish to be accepted and valued by important others while not being exploited or harmed by powerful decision-makers
group-value model
ethical consideration
three components
procedural justice: appropriateness of the allocation process
refers to the means by which
outcomes are allocated, but not specifically to the
outcomes themselves
essential to maintaining institutional legitimacy
interactional justice: appropriateness of the treatment one received from authority figures
refers to how one
person treats another
distributive justice: appropriateness of outcomes
equity theory (equality of ratios)
recent advances in distributive justice
three allocation rules that
can lead to distributive justice if they are applied
appropriately
equity
(to each in accordance with contributions)
need (to each in accordance with the most urgency)
equality (to each the same)
three basic suggestions
it is useful to consider one’s strategic goals
organizations can balance these considerations
by mixing equality and equity together
different rewards should be provided in
accordance with different rules
impact of organizational justice
justice improves job performance
justice builds customer satisfaction and loyalty
justice builds trust and commitment
justice fosters employee organizational citizenship behaviors
How to create perceptions of justice
selection procedures: positive job candidates
Appropriate questions and criteria are critical for
procedural justice
Adequate opportunity to perform during the selection
process means giving job candidates the
chances to make a case for themselves and
allowing sufficient time in interviews
reward system: justly balancing multiple goals
two goals
need to motivate individual
performance
need to maintain
group cohesion
you don't have to win: How the process by outcome integration helps us resolve conflicts
a conflict resolution:
If you can’t give people the outcome they
want, at least give them a fair process
softening hardship: the fair process effect in layoffs
keeping score fairly: a due process approach to performance appraisal
the performance appraisal process often
contains a good deal of ambiguity as well as
room for reasonable people to disagree
three core elements
just hearing
judgment based on evidence
adequate justice
two sides to the justice sides
positive side: justice can do more than forestall these
unfortunate outcomes
negative side: the absence of justice is likely to
provide problems for organizations